Jobs / United States / Doordash INC
Associate Manager Product Operations, Autonomy Commercialization - DoorDash Dot
Doordash INC · 🇺🇸 San Francisco, CA
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 396 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 147 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Doordash INC paid sponsored hires in similar roles7 certified filings for “Associate Manager, Strategy & Operations” (Market Research Analysts and Marketing Specialists) in CA: $92k–$200k, median $150k. Most were filed at wage level I (40%) — 1 lottery entry, ≈15% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Doordash INC
The US Department of Labor certified 396 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 147 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Doordash INC →
About the role
About the Team DoorDash Labs is an independent team within DoorDash. We explore robotics and automation to transform last-mile logistics in the long term. If you want to work on commercializing autonomy and robotics in a service used by millions of people — and on bringing the merchant partners who power that service along with us — then we want to talk to you! About the Role Come help us redefine last-mile logistics through robotics, automation, and other advanced technologies. Autonomy only works when merchants — restaurants, retailers, and other partners — can reliably interact with our robots: handing off orders, troubleshooting edge cases, and trusting the experience enough to keep using it. This role owns that side of the equation. We're looking for a Merchant Success & Growth lead to build the strategy and operational mechanisms that get merchants onboard, keep them performing, and turn their day-to-day reality into a tight feedback loop for product and engineering. You're excited about this opportunity because you will… • Own merchant adoption and performance KPIs for autonomy end-to-end — defining what "successful merchant interaction with a robot" means, instrumenting it, and driving improvement against it. • Build the playbooks and operational mechanisms to onboard merchants to autonomy — from first conversation through training, go-live, and steady-state ops — and scale them across markets. • Partner with sales, account management, and field ops to recruit and ramp the right merchant cohorts for each stage of the product, and design experiments that test new merchant-facing features and handoff models. • Define merchant performance benchmarks (handoff success rate, dwell time, dasher/robot interaction quality, merchant CSAT) and run the cadence that holds partners and internal teams accountable to them. • Stand up the feedback loop from the field back to product and engineering — turning merchant complaints, edge cases, and frontline observations into prioritized inputs that change what we build next. • Be the voice of the merchant inside Labs: advocating for their constraints in product reviews, roadmap planning, and launch decisions. We're excited about you because… • You have a Bachelor's degree in business, operations, or a related field, or equivalent related experience. • You have 3–6 years of experience in Strategy & Operations, Merchant/Partner Success, Product Operations, Business Strategy, or a closely related field — ideally with time spent owning a partner-facing KPI end-to-end. • You've built operational mechanisms from scratch — onboarding flows, performance reviews, escalation paths, feedback loops — not just run mechanisms someone else designed. • You're comfortable in the field. You'll spend time with merchants and on-the-ground ops teams, and you treat that as a feature, not a bug. • You think in metrics. You can define a KPI, instrument it, and tell the difference between a real signal and noise. • You communicate clearly across audiences — translating frontline merchant pain into crisp product asks, and translating product/engineering tradeoffs back into language merchants and field teams understand. • You're biased toward action in ambiguous, early-stage environments. You're energized by problems that don't yet have an owner or a process. • Bonus: experience launching new technology, hardware, or operationally complex products with external partners. Compensation The successful candidate’s starting pay will fall within the pay range listed below and is determined based on job-related factors including, but not limited to, skills, experience, qualifications, work location, and market conditions. Base salary is localized according to an employee’s work location. Ranges are marke